I gotta ask...

[Sliceanddice]

Are any of your work places acting like its Armageddon because of the upcoming change to the federal salaried pay minimum in December? (December 1st to be exact)

The head start a practicum is in full on panic mode cause most them are technically salaried and most of them make less than the 41k a year minimum so the administration is trying to balance the risk of OT vs raises... it's amuses me.

[Rosco the Iroc]

*trying hard not to frack*

But I see most places making people hourly and cutting them and looking for part time people.
Just like the new FT/PT rules and you could have 35 PT hrs and sometimes more now it's 25 and no more ever.

But this make things bet..I'd got to stop there.

[April]

we enacted this several months ago. The biggest thing here, is that they yell "No overtime!! You will be written up for unapproved overtime!!" constantly, and then throw fits when something doesn't get done. I told them flat out that when I was salary, I would start working well before my shift started, and they probably got several hours of extra labor from me in a week, but that I could adjust as needed, if I felt as if I needed to. now, I don't work until I clock in.

[Food Lady]

I didn't understand it until I found http://www.usatoday.com/story/money/...kers/84504890/ At my retail we have salaried managers. This should be good for them; unlike in other stores, ours really do work very hard. Our store manager has great character and would respond to more pay by working even harder. She takes great responsibility in her work life. They tend to ship salaried managers to other stores after a couple of years and I will miss her.

[It's me]

For those who need some background on this, read here:

http://www.askamanager.org/2016/08/a...-law-here.html

[NecessaryCatharsis]

I'm just curious (not even american so this doesn't affect me at all) if anyone knows, does the overtime rules track over any specific period of time?
ie. you've made a deal with work for a specific annual salary, where you work 20 days in a row for 10 hours, then get 8 days off in a row, repeat.
If it had to be tracked weekly there would be 7 day periods where your overtime would be 30 hours, but if it could be averaged over a month or years time there wouldn't be any.
I used to work a schedule like that (and really loved it), that's just why I am wondering.

[paperfiend]

I'm just curious (not even american so this doesn't affect me at all) if anyone knows, does the overtime rules track over any specific period of time?
ie. you've made a deal with work for a specific annual salary, where you work 20 days in a row for 10 hours, then get 8 days off in a row, repeat.
If it had to be tracked weekly there would be 7 day periods where your overtime would be 30 hours, but if it could be averaged over a month or years time there wouldn't be any.
I used to work a schedule like that (and really loved it), that's just why I am wondering.

The rules require time to be tracked in 7-day time spans, and anything over 40 hours in those 7 days triggers overtime pay. My understanding is that a company has to pick their 7-day workweek and then keep it consistent, but different companies can start their workweeks on different days. (So one company could track Sunday-Saturday, and another could track Monday-Sunday, but they can't switch it around on a whim).

[Aria]

Fascinating! I've read both links and while I'm sure the law of unintended consequences will bite hard... that part time thing Rosco mentioned... I would also say this was long overdue. 24,000 is a terrible wage and too low for unpaid OT.

[notalwaysright]

Are any of your work places acting like its Armageddon because of the upcoming change to the federal salaried pay minimum in December? (December 1st to be exact)

No, it hasn't even been mentioned at my work, and I hadn't heard of it until I read this post. From what I understand this applies to salaried people who work more than 40 hours per week? Our salaried employees don't work more than 40 hours, except for the SM. So at most it would affect one person in our store, (although they could easily avoid it, she's only scheduled a little over 40) unless I'm reading this wrong.

[Sliceanddice]

No, it hasn't even been mentioned at my work, and I hadn't heard of it until I read this post. From what I understand this applies to salaried people who work more than 40 hours per week? Our salaried employees don't work more than 40 hours, except for the SM. So at most it would affect one person in our store, (although they could easily avoid it, she's only scheduled a little over 40) unless I'm reading this wrong.

I do think it's up to 45hours.... I know it's supposed to be th equivalent of 900 a week at x minimum hours

[Food Lady]

No, it hasn't even been mentioned at my work, and I hadn't heard of it until I read this post. From what I understand this applies to salaried people who work more than 40 hours per week? Our salaried employees don't work more than 40 hours, except for the SM. So at most it would affect one person in our store, (although they could easily avoid it, she's only scheduled a little over 40) unless I'm reading this wrong.

Most of ours work 40 but the store manager and just a couple others occasionally do a 60-hour week. I think either way they don't get paid what they're worth. I really respect our management team. I know that's not true in every store in our company.

[EricKei]

First, thank you all for keeping this out of Fratching territory ^_^ I'm amazed there isn't a thread there already, but please feel free to start one over yonder and drop the link in here if ye do.

Second - paperfiend is correct. Both the old and new regulations/laws/etc use 40 hours in a week as the "overtime" cutoff. This applies even if the workplace uses 2-week or even 4-week pay periods.

The major change is that the minimum level of pay that makes it impossible for you to be considered "Exempt" (read: not due any OT pay) is being more or less doubled. Once December 1st hits, even if you're on salary, you canNOT be considered Exempt if you make less than the new amount (just over $47 grand in gross/pre-tax pay), and MUST be paid OT for any time over the 40/week threshold. If you make more than the new amount, you can be considered Exempt if you qualify -- that part has not changed. Note that being Exmpt has its own set of requirements, one of which (IIRC) is that you have at least two people as Direct Reports (read: your direct subordinates, not "dotted line" subs).